As the season of goodwill approaches, Paul Anderson-Walsh highlights the power of second chances and unlocking potential through inclusive hiring
In the UK, over 12 million people – nearly one in five – have a criminal record. Whether we realise it or not, many of us very likely know someone with a conviction. The way we choose to engage with their reintegration reflects our broader attitudes toward equity, justice, and the values we uphold in business. For CEOs, this raises a crucial question: Are your hiring practices retributive or restorative? Or to put it another way, do you believe in second-chances?
Restorative justice in the workplace is about giving individuals the opportunity to rebuild, contribute, and thrive. It recognises that past mistakes don’t define a person and that everyone deserves a chance to demonstrate their growth and readiness to contribute. On the other hand, retributive justice focuses on exclusion and punishment, perpetuating cycles of marginalisation and untapped potential.
Sadly, 70 percent of people leaving prison are still without work six months after they’ve paid their debt to society. For companies willing to look past their mistakes, this represents an untapped talent pool that can lead to loyal, motivated employees and stronger communities.
The opportunity to move beyond a mistake, to grow, and to contribute is at the heart of a restorative society. Yet many businesses are evidently hesitant. For those who overcome their hesitancy, the reward greatly outweighs the risk; take the retailer, Timpson: they are well-known for their Rehabilitation for Offenders Programme, where around 10 percent of the workforce consists of ex-offenders. James Timpson’s redemptive view is that “you judge someone by what they’re like now, not what they were like before.” Timpson’s commitment to hiring people with criminal records has not only transformed lives but also built a strong, resilient workforce. These employees tend to stay longer and are deeply committed to the company’s success.
You may not be one of the 12 million people with a criminal record, but would you be where you are today if someone hadn’t believed in you when there was reason not to? As Richard Branson put it: “We all make mistakes, and it’s not fair to deny people their chance to move past them and grow.”
Giving people with criminal records a second chance is about more than employment; it’s about building an inclusive society where everyone can contribute. It’s not only the morally right thing to do – it’s also a smart business strategy. By focusing on reintegration rather than exclusion, businesses have the chance to help individuals rebuild their lives, while also contributing to a stronger economy and a more inclusive society.
A Five-Point Challenge for CEOs:
- Examine Your Biases: Are your hiring practices unintentionally perpetuating bias against individuals with criminal records?
- Create Pathways for Second Chances: Establish or expand programmes that offer training and employment opportunities to those with criminal convictions.
- Lead by Example: Set the tone for your organisation by openly supporting second-chance hiring. Ensure your leadership team understands the value of this approach.
- Promote a Culture of Inclusion: Cultivate a non-judgemental work environment where individuals are valued for their contributions and potential, not judged for their past.
- Measure and Celebrate Success: Track the impact of second-chance hires on your business, from retention rates to overall performance and celebrate these successes both internally and externally.
Remember, inclusion is the key that locks away the past and unlocks the future for those willing to turn it. After all, as Oscar Wilde famously wrote: “The only difference between the saint and the sinner is that every saint has a past, and every sinner has a future.”
Paul Anderson-Walsh is the CEO of ENOLLA Consulting
